Refine the HR Organizational Structure and Optimize Department Efficiency
Whether your organization is requiring you to grow or asking you to cut down on costs, make sure that your department is structurally efficient.
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Poor HR structure means that:
- You probably have a lack of clarity around accountabilities within your team.
- The business doesn’t feel that your HR team is supporting their needs effectively.
- Your team might be duplicating work.
- You have skills gaps in your department.
- You are not prepared to successfully adapt to future changes and needs within the business.
Robust HR structure means that:
- Your team is efficient and delivering on business needs.
- Performance and morale improve as everyone has a sense of ownership and purpose.
- You’re prepared to accommodate future needs.
- Everyone knows what they are responsible for, as well as what everyone else in the department is responsible/accountable for.
- You are closely aligned to business goals and seen as a strategic partner.
your understanding of the various department structures and organizational
- Interpret business inputs with HR leadership team to decide on priorities and identify
- Set objectives/parameters to outline the scope
of the project and goal set.
Key Benefits Achieved
of various options for your structure.
project promotes alignment to business.
realistic and informed scope for the project.
- Key goals to be achieved from redesign.
||Understand organizational design principles, and structure options as well as the McLean & Company framework
||Discuss the results of the business leadership team interviews
- HR leadership team feedback based on business inputs
||Identify department gaps/overages and areas of needed change
||Set objectives and parameters for redesign
- A list of objectives and parameters for the redesign project
||Conduct gap analysis & select structure
- Final structure decision/design
specific skills gaps/overages and employee role changes as it relates to the
new organizational design structure.
informed decisions concerning changes you may need to make as part of the
the cost of your choices.
- Determine accountabilities to achieve clarity of
roles and mandates.
Key Benefits Achieved
for next steps as far as individual employees are concerned.
better idea of the fit of your selected structure, based on your current HR
- A detailed cost analysis, which can be used to
justify your project to the CEO or executive team.
||Use Skills & Capabilities Assessment to capture current HR team & identify skills gaps/overages
- Inventory of current HR team and their skills and capabilities
||Use RACI chart to collectively assign responsibilities and accountabilities throughout the HR leadership team
- Assigned responsibilities and accountabilities
||Determine method of tracking success
- Scorecard design or alternate tracking method